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Exam 11: Human Resource Management: Finding and Keeping the Best Employees

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Question 1

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develops a human resource strategic plan. The five steps of the human resource plan includes: (1)Preparing a human resource inventory; (2)Performing job analyses,including writing job descriptions and job specifications; (3)Forecasting the demand for these jobs within the company; (4)Assessing the future supply of labor; (5)Preparing a human resource strategic plan.

A) True
B) False

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Question 2

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The _______________ was created by the Civil Rights Act of 1964,and has since become a formidable regulatory force in the administration of human resource management.

A) National Labor Relations Board
B) AFL-CIO
C) Equal Employment Opportunity Commission
D) Affirmative Action Transition Commission

E) B) and C)
F) All of the above

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Question 3

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Selection is the process of gathering information and deciding who should be hired,under legal guidelines,for the best interests of the individual and the organization.

After graduating with a double major in engineering and business,Scott accepted a job with a large telecommunications company with the understanding that his first two years on the job would be spent internationally - Argentina and Korea.The company was willing to offer a compensation package that would compensate him for the sacrifice of leaving his family and living abroad,and if things went well,they anticipated that he would receive a promotion when coming back to the states.According to the Reaching Beyond our Borders box,titled,"Working Worldwide",which of the following is the firm least likely to consider when planning Scott's compensation plan?

At a large law firm,Gina works daily as a secretary from 9:00 a.m.until 1:00 p.m. ,when she is replaced by Cassie who works from 1:00 until 5:00 p.m.The arrangement Gina and Cassie have at the law firm is known as:

Ben Eisner is a HR manager at Claymont Communications.Which of the following tasks would Ben perform as a part of the human resource planning process?

An HR manager at a large company interviewed several candidates for a position opening at her firm.Based on her interviews,she assesses that one candidate looks particularly promising.She will recommend a second interview between this candidate and the manager who will supervise the new employee. A human resource specialist often conducts the initial screening interview for a job applicant,but,if the initial interview goes well,the manager who will supervise the new employee is often involved in a follow-up interview.

Very few experienced employees have skill and knowledge that is considered a higher level than what they use at their jobs. Managers are challenged to utilize workers whose skill and knowledge are superior to what they actually use at work.The term that we use to describe this group of employees is underemployed workers.

Fringe benefit payments account for about thirty percent of payroll costs today.

Which of the following statements about networking is the most accurate?

Companies compete with other firms for good employees.

Which of the following statements about recruiting is most accurate?

The theme of "Green Eggs and Green Ham",referencing the Thinking Green box in Chapter 11 is:

The Krandall Corporation wants to reduce its labor force,but is concerned about the impact downsizing will have on its remaining employees.One policy that might allow Krandall to reduce its labor force without adversely affecting morale is to:

One of the reasons many firms have chosen to use temporary employees rather than rehire full-time employees is that:

A human resource inventory is designed to reveal whether:

During the employee selection process,the screening interview is often conducted by:

A ___________ plan gives employees some ability to adjust hours when they work,as long as they work the required number of hours.

Online training gives employers the ability to provide consistent content that is tailored to specific employee training needs.

Garrett works in his firm's human resources department.He is responsible for designing a new job application form for his firm.The questions Garrett includes on the new form should avoid broad questions about the applicant's beliefs,culture and family background,and should focus instead on factors such as the applicant's work experience,education,and career objectives. Legal requirements severely limit the types of questions firms are allowed to ask on application forms.To avoid legal complications,the form should focus on education,work experience,career objectives and other qualifications directly related to job requirements not personal family issues.